We’ve compiled 50 thought-provoking HR and recruiting stats based on what actually drives job seekers and employees to apply for a job or say yes to a job offer.

Recruiting has gone social & mobile

On average, each corporate job opening attracts 250 résumés. Of these candidates, four to six will be called for an interview and only one will be offered a job. Do you know how to hook your ideal candidate? Knowing your audience and how to market each individual role can help you win the war on talent.

Did you know that 80% of job seekers turn to social media for employer brand promotion? Employers have been slow to adopt social recruiting into their overall strategy even though job candidates increasingly rely on it for an inside look at companies they may want to work for. Is your social recruiting strategy up to par? How can you be so sure?

A staggering 45% of job seekers use their mobile devices specifically to search for jobs at least once a day. Are you tapping into this vast candidate pool? Are you a tech company with a mobile solution? Learn why mobile is quickly overtaking desktop as the preferred job applicant channel – and what you can do to attract top talent on mobile devices.

Millennials are a category of their own

By 2025, Millennials will own the current workforce. Are you ready to recruit from this generational talent pool?

While 41% of Baby Boomers said workers should stay with an employer at least five years, only 13% of Millennials agreed. The workforce is completely changing, and you need to get on board to get ahead. Learn what really matters most to these individuals – including growth opportunities, retirement benefits and work culture.

Is diversity your priority?

If you aren’t investing in workplace diversity, you’ve already fallen behind your competition without even knowing it. 67% of both active and passive job seekers say that when they’re evaluating companies and job offers, it is important that the company has a diverse workforce.

Are you aware of any diversity initiatives at your organization? Make it a priority to get in the know. Organizations that limit their options and awareness programs will miss out on quality candidates.

Your employer brand helps you recruit

Your employer brand should be something that’s constantly improving and growing. Do you know the status of your employer brand? Ask yourself: would current employees recommend your organization to a friend? What are job seekers saying about you on social media?

Do some research and figure out where you’re at. 69% of job seekers would not take a job with a company that had a bad reputation, even if they were unemployed!

Engage your employees to lead the pack

Wouldn’t it be great to have all of your employees as brand ambassadors? Having a solid employee engagement plan will help you do just that.

Studies show that happier, content employees do good work and increase productivity at your organization. Increasing employee engagement investments by 10% can increase profits by $2,400 per employee, per year. Why wouldn’t you strengthen your employee engagement strategy if it means higher profits at your organization?

Transparency is key

Let’s break it down: candidates want to hear the truth – both the good and the bad. They want to know what’s great about your organization (including perks, growth opportunities, etc.) but they also want a realistic picture of the pitfalls. Are there long hours during busy season? Or what about a congested office environment? Being transparent about the pros and the cons of your organization (and about a specific role) sets up everyone for long-term success.

61% of employees say that new job realities differ from expectations set during the interview process. Don’t be that company – choose the high road. The view up here is pretty nice.